Hygiene compensation remains one of the most debated and sensitive topics in dental practices. Get it wrong, and you risk burnout, poor morale, and turnover. Get it right, and your hygiene team becomes one of the most profitable and productive parts of your practice. So what’s the right hygiene pay model?
After consulting hundreds of offices across the country, here’s what works best and how to choose the right model for your team.
1. Hourly Hygiene Pay: Stable and Simple
Best for: Newer practices or those prioritizing consistency.
Hourly pay is easy to manage and helps stabilize overhead. However, when not paired with bonus opportunities, it can limit performance incentives. Many dentists opt to add a tiered or production-based bonus on top of hourly to reward productivity and prevent stagnation.
Pros:
- Predictable expenses
- Easy to administer
- Works well in team-focused cultures
Cons:
- Can lead to complacency without production incentives
- May not appeal to high-performing hygienists
2. Production-Based Hygiene Pay: Aligned Incentives
Best for: High-performing hygienists in productive practices.
Paying a percentage of hygiene production (typically around 30–33%) motivates hygienists to be proactive with perio diagnosis, fluoride treatments, and reactivation. It aligns their financial incentive with the practice’s growth.
Important caution: Only use this model when hygiene fees and scheduling systems support strong production. If you're undercharging or your hygiene schedule is inconsistent, this model can backfire.
Pros:
- Drives productivity
- Aligns incentives with profitability
Cons:
- Risk of cherry-picking if not managed carefully
- Unpredictable pay may lead to stress in slower months
3. Hybrid Pay: The Best of Both Worlds
Best for: Practices looking to reward performance without sacrificing stability.
Hybrid models often include:
- A guaranteed hourly base (e.g., $42/hour)
- A production threshold with bonus once it’s exceeded
- An end-of-month or quarterly performance review
This model keeps your team stable while incentivizing growth. You can build in tiers for raises based on clear metrics—perfect for long-term retention and role clarity.
Example: $42/hour base + 10% of hygiene production over $30,000/month.
4. What Actually Works in 2026
At The Dental A Team, we’ve found that offices perform best when:
- Hygiene compensation is clearly tied to production and value
- Raises and bonuses are tied to specific metrics
- Communication is consistent and structured
Don’t just offer raises because someone asked. Instead, build a system that rewards your hygiene team for growing the practice and gives them a clear path to do it.
Need help designing the perfect hygiene pay model?
We’ve helped hundreds of offices transition from stagnant systems to thriving hygiene departments. Let us help you customize your model for stronger retention, production, and culture. Schedule A Free Call today!
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Last updated: August 2025
Written by Jacintha Ham, Dental A Team